Diversity MBA Magazine – Managing Diversity, Executive Leadership Development, Diversity Jobs & Hiring

Talented candidates, especially those with coveted skill sets, are often able to pick and choose from multiple offers. Companies that don’t sell themselves effectively or have long, drawn-out processes will ultimately lose out.

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Currently at 44 million and growing, the Hispanic population is expected to more than double, reaching 100 million in that same time period.

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To use a sports analogy, big business is now faced with designing and developing a rebuilding program for the next few years. We will see a rush to prepare the next generation leaders and managers for more responsible duties. The question is, are we ready to play in the big leagues, competing on a world stage with a team of high- potential performers?

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“Amid the twofold pressure of pending retirement in senior executive ranks and the increasing value of intellectual capital and knowledge management, it is more necessary than ever before for organizations to plan for leadership continuity and employee advancement at all levels.”

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Increasingly, organizations that have made a serious commitment to diversity and inclusion are taking a hard look at hiring, turnover and promotion patterns, and challenging themselves with the question, “are there subtle biases operating in these decision-making processes?” share: Bookmark on Delicious Digg this post Recommend on Facebook Share on Linkedin share via Reddit Share [...]

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